Most of us look forward to the holiday season as the perfect time to take some time off with family, but if you’re a typical business owner, you might be looking at this holiday break as a great time to get some extra work done. The freedom to work without being interrupted is a pretty exciting prospect for many of the business owners I work with. I advise that if we don’t take the time to relax and disconnect, we may end up piling more stress on top of an additional workload.
Aside from leaving your work back in the office, spending time with your loved ones during the holiday season is important. Even when you’re doing a thousand things per day, try to reset and think about who and what you’re working for. If you’re finding it hard to take your well-deserved time off, here are some practical tips to help you unplug during the holiday season:
Cover all of your bases before the holidays
Before that last work day of 2018, you might like to have your workload in a place that feels comfortable enough to leave for a couple of weeks, and manageable enough to pick up again in January. This includes responding to emails, setting up appointments and completing any urgent tasks. Many people find that they can’t relax if they have a mountain of work waiting for them when it’s time to come back to the office. See what you can do to take as much as you can off of your plate before loading it up again.
A concrete strategy for completion can be helpful in the weeks preceding the holiday break (e.g. having a set goal for completed tasks each day). Take a deep breath: no matter how organized you are, you may not complete everything on your list, and that’s okay. Try to prioritize, and leave the remaining tasks for a new, fresh year.
Leave work mobile devices alone
It’s going to be really tempting to check your work phone during the course of the holidays (trust me, you’re not alone), but doing so can make you spiral back into work mode. In order to turn off your work brain, try to shut down anything and everything that inspires you to start working again, especially work related devices.
To make it easier to step away, have someone close to you help you with accountability. Allow them to help you set some boundaries and have them recommend a safe place where you can keep your work phone during the holidays. Don’t worry – it will still be there for you, right where you left it, once January 1st rolls around.
If you must check your work emails, only do so once per day
If you’re the type of business owner who still likes to stay connected to your business, even when you’re on vacation, see if you can limit checking your email. Setting aside one time per day (e.g. in the morning) to check in can be a very helpful way to see it, deal with it, then leave it. Limiting the amount of time you remain plugged in can be a valuable step towards finding a sense of peace and relaxation outside of the office.
Have an automated email response that provides an emergency contact
In the event of a work emergency during the holidays, it can be helpful to have an emergency contact available via an automated email response. If someone absolutely has to get in touch with you during the holidays, an automated email response can be set up to provide them with your emergency contact. However, try not to give this contact out to anyone under other circumstances. Remember- you’re trying to relax!
Kicking back for the holidays can feel virtually impossible, and even when you’ve done everything you can to leave your work at the office, you may still find yourself reaching for your work phone during the holidays. It’s natural. As a business owner who is passionate about what you do, you’re always thinking about what more you can be doing, and how you can make it better.
Some experts suggest that taking some time off can actually help to increase your productivity. Mental stress doesn’t just create physiological issues; it can actually prevent you from giving your full attention to your work. Consider your holiday break as an opportunity to get fully charged for a new year. That way, you’ll end up feeling better and more productive.
However, taking a break is not only important for your own mental health, it’s important for the people you care about. We all deserve time to breathe! Work on releasing the urgency of getting work done in favour of enjoying every moment of joy the holidays have to offer. Who knows? You may even find yourself enjoying the time away.
A business is so much more than a “job”. It’s a lifestyle, a world-view, a reflection of the type of person you want to be. It’s how you want to contribute to the community, where you see yourself in your future, and in some cases, it’s what you want to leave behind.
So many business owners tell me that they want to take their business to the next level, but they never define why. Everyone has goals, but they rarely take the time to write everything down and decide the “how’s” and “why’s” of what they want their business to be. In my experience, it’s not only helpful to carefully consider and record your vision – it’s essential.
These personal goals and business goals can be defined and followed by crafting a personal vision and a business vision. Here is a brief outline of both and not just how they are different, but also how they can work together.
Create your personal vision first. As the owner of the business, your vision is key to where you want to take the business.
Do you dream about being able to take your family on vacation to an exotic location once a year? How about a four-day workweek, or buying your dream home? These things could be part of your personal vision.
When crafting a personal vision statement, you’ll need to write down where you want to be in a year from now or 2 years from now. This could include considering your desired material lifestyle, your passion giving back, your ideal workweek, time with your family, and time enjoying the things you love (not your business). If you want to make sure that you are making enough money so that your children can have their college tuition paid for, this should be recorded in your personal vision statement too.
In addition to this, it’s important to include an exit strategy in your personal vision. This will detail how you would like your business to proceed when you retire, including whether or not you intend on naming a successor (e.g. a spouse or child), or if you would prefer to sell the business. Be mindful that your exit strategy is carefully considered, and entails what you plan to do in place of work. Some business owners find it hard to leave their business behind, and it can never hurt to plan ahead for how you will fill your free time in the future.
Once you’ve completed your personal vision, it’s time to concentrate on your company vision. The two go hand in hand. If for example, you want to spend only 6 months of the year working at your business, then part of your business plan needs to include finding a current or future employee who can take on some of your current roles and responsibilities. If your plan is financial freedom, then your company vision will be to increase your sales and marketing efforts, etc.
As the business owner, it’s up to you to set the company vision; it is not a team approach. Although you need to share it with your staff, the company vision statement needs to be synergetic with your personal vision so that the two can work together to create a business that benefits both you and your employees.
The company vision will also help you create a big picture idea of what your company will look like as a whole, for both you and your employees. This is why creating a company vision can enhance your existing leadership skills, which in turn helps your employees attain their own career visions.
Writing out a personal vision and business vision and following them is crucial, and often, overlooked in creating the kind of business you’ll be proud of. Writing out what you really want out of your business in a personal vision and then writing out how it can be achieved through your company vision can be both humbling and gratifying.
To get a better understanding of how to help your business grow, contact me today to find out more about joining The Alternative Board.
Based on discussions at TAB meetings, I have found that regular client feedback is essential for business improvement. Because of this, business owners often ask me how they can create surveys that get opened and collect relevant information.
To increase the probability that clients will complete your survey, here are the practices I follow:
- Use action verbs. Much of English conversation consists of the verb “to be”, resulting in dull, passive language. Try to use the active voice as much as possible.
- Create an easy user experience. Because the human attention span is generally quite short, I suggest creating a simple survey using multiple choice and dropdown questions rather than paragraph-style questions where possible.
- Offer an incentive. Who doesn’t like free or discounted products and services? Consider holding a draw for clients that submit the survey or providing a discount code upon completion.
As for which questions to ask, here are my suggestions based on the type of data you want to collect:
Do you want your client email list to answer which demographics your clients are from and in which neighbourhoods or countries they live? If this kind of client information might benefit your business, surveys are great opportunities to ask for targeted information, which in turn allows you to customize marketing campaigns.
Consider including these questions to gather useful information about your clients:
- What is your postal code?
- In which age range do you belong?
- What is your ethic background?
- What is your job title?
In order to assure clients that their information is safe with you, it is likely in your best interest to include a disclaimer at the bottom of your survey that states how the information will be used.
When a business’s sale decrease or become stagnant, I have found that surveys are effective tools to find out why that is. Your loyal clients want to see your business succeed and are likely more than happy to suggest a couple small areas of improvement. But whom you really want to hear from are the one-time buyers that didn’t return. How can you get them back or at least prevent future clients from walking away for the same reasons they did?
Consider including these questions to gather useful feedback about your products and your business practices:
- Which of our products or services do you use?
- Are you satisfied with the product or service quality you received?
- How can we improve your customer service experience in the future?
- Will you continue to do business with us in the future?
- What types of discounts would encourage you to purchase our products or services in the future?
If you would like to discuss different forms of client engagement with a peer advisory board, contact me today to find out more about TAB!
As a business advisor, staffing has to be one of top issues that business owners need help with, particularly whether to hire more employees and what type of employee. You may have read in recent media coverage that a growing trend for 2018 is the increased hiring of contract workers by small businesses. We know that a contractor is someone who works for your business on a defined basis, and they can sometimes be referred to as freelance workers or consultants. But it’s very important to remember that contractors are independent businesses, working for you. They can help your business through periods of growth or difficulty, but they are not full-time employees.
Initially, some business owners may focus on the bottom line and think of the hiring of contract workers as a way to save costs. I’ve outlined below some of the key factors you might want to consider when determining if hiring contract workers makes good business sense for you:
- Your business has turned down major projects due to lack of resources
- You’re preparing for a seasonal change in business and demand is uncertain
- You’re trying to remain lean but your budgets are a concern
- Your business needs someone to hit the ground running
- You are considering testing out an internal need without a serious commitment
- The project requires a specialized skill that your company lacks, or as a business owner, you don’t plan to specialize in
- If you are in an industry that is a fast-growing, such as technology, you can hire a contractor faster than a full-time employee to keep up
- If you have a virtual office or small space, a contract worker can work offsite
Create a Network
You can hire independent contractors for one-off projects or even long-term business functions such as I.T. or payroll, to help you manage workloads during peak periods. This is why it is so important to create a network of contractors that you trust, so that your business can say “Yes!” to more projects. Being able to hire reliable and available contractors on an ad hoc basis can be a good strategy for growing your business.
Determining your hiring needs and making informed decisions is an area that can be challenging for business owners, and one I see often as a business advisor with TAB. If your business would benefit from the guidance of other business owners who have “been there”, as well as an advisor who has “done that”, contact me to see how I can help!
In today’s competitive landscape, it’s important for a business to be able to rapidly adapt to market and environmental changes. “Agile” is the buzzword associated with this ability to adapt quickly to changing situations; but what is “agile” and how can a business become an “agile business”?
Agile is a philosophy, not a process. Although originally used for software development, it’s now used by companies large and small in any industry. According to the Agile Manifesto, agile refers to:
- Individuals and interactions over processes and tools
- Working software over comprehensive documentation
- Customer collaboration over contract negotiation
- Responding to change over following a plan
Becoming an agile business is a process that constantly needs work. Is it worth it? According to PricewaterhouseCoopers, agile firms grow revenue 37% faster and generate 30% higher profits.
Here are some guidelines for becoming an agile business:
Create focus. Don’t be distracted. Get rid of a long list of priorities and instead replace it with a short, manageable list of three or four items that are “must dos”. As you complete one item, add another to your list. This will keep you focused.
Communicate your vision. Communication is the key to change and change-worthy behaviour. Communicate with employees often, be transparent and give them clear and compelling reasons to embrace agility and become agile champions.
Hire the right people. The success of your business rests on hiring the right people – employees who are aligned with your vision and your values. In order to be agile, the employees you hire must be results-oriented, not task-oriented. They must be able to work within an organization that gives them the freedom and the responsibility to accomplish their jobs without a step-by-step instruction manual on how to do it.
Create autonomy. You can’t maintain a stranglehold on your employees and micromanage every decision in an agile environment. Senior managers need to lessen their direct control over day-to-day activities and give their employees control over how they do their work. Give your employees the environment and support they need and have confidence that they’ll get the job done.
Be prepared for the unexpected. Although you can’t plan for the unexpected, you can be prepared for it. Agile businesses are flexible, adaptable and expect change. They are ready for all eventualities and can quickly pivot. Changing requirements are the name of the game.
Agile is motivating. An agile environment by nature is motivating. Instead of working on the same project month after month with little change, an agile environment empowers employees to respond to changes, giving them freedom to become more than their job descriptions.
How agile is your company? Want more advice on becoming an agile business, or general advice from other business owners like you? Find out if a TAB Board is right for you!
The Customer Relationship Management industry (CRM) has exploded. It’s estimated that 91% of business with more than 11 employees now use a CRM system. CRM is a term that refers to the strategies, technology, and practices that companies incorporate into their business to manage and analyze customer interactions and data. However, many businesses are not realizing the full benefits of CRM because they’re entirely focused on the data and ignore the human side of CRM. The data will tell you how to manage customers, but not how to build relationships with them. Computers don’t build relationships; people do.
In today’s highly competitive marketplace, the success of your business depends upon delivering customer-focused experiences and processes. I have outlined below a few tips I’d recommend for staying focused on the human side of CRM.
Don’t overlook the human side of CRM
“Helping is the new selling” are the latest buzzwords being bantered around these days. It speaks to relationships and a service-oriented mindset. Although CRM has the potential to provide deep insight into both individual clients and general trends, it’s imperative that you connect and engage with your customers in a meaningful way or you diminish the value of your CRM system. No amount of data can provide the human touch.
Implementing a CRM system doesn’t automatically deliver results
Databases full of client information are the basis on which to improve customer engagement, but never lose sight of the relationship-side of technology. The success of your business depends on the human element.
This is crucial in any industry. Your sales team are the ones that can help your organization achieve its revenue goals. The human interaction between your salespeople and your customers is what will ultimately differentiate you from your competition, and bring them back again.
This skill is highly underrated. Do your sales people listen? Do they understand what your customers value? Can they educate and inform? Can they close the deal?
In order for CRM to deliver on its promise, ensure that the data and the human element are fully integrated.
Want more advice on how to get the most out of your CRM system, or general advice from other business owners like you? Find out if a TAB Board is right for you.
As a business owner, you dedicate much of your time to communicating with your clients. While this is crucial for your business, equally important is communicating with your employees. Internal communication touches every aspect of your business from announcing the onboarding of a new client, to introducing a new product to your business line. No matter the size, industry, or type of company you own, I recommend having an internal communications process embedded in everything you do.
An internal communications process allows for the exchange of information between all members of your organization, which will save you time and money. In fact, companies with effective internal communications processes experience 47% higher total returns than those that are not effective at communicating.
I’ve outlined below 3 key elements to help you establish an effective internal communications process.
- Have the Right Mechanisms in Place to Keep Employees Informed
Your internal communication mechanisms must be strategic, in order to be targeted and the most beneficial. Consider your company’s current mechanisms, from the methods of communication it uses, to the way your company engages with and seeks feedback from your staff, to the way it measures if the mechanism is successful and identifies any issues for future change.
Choosing what mechanisms to use depends on your size and budget. If your company has multiple locations, you may decide to invest in passive, large-scale communication options to disseminate information. Creating an intranet (a private network only available to a company’s staff) is one great option. If your business is smaller, consider using more conventional communication channels such as an internal newsletter, e-blast, Director’s blog, or notice board. I have even seen some companies benefit from using social networking sites as their primary means of internal communication. More directed options could include Breakfast Briefs for front-line staff, a monthly Director Communications Day, scheduled Director Q&A drop-ins, or Lunch & Learns.
No matter what mechanism(s) you choose, the bottom line is that employees have access to a platform where they can receive important company information so they stay abreast of the information they need to do their job.
- Creating a Two-Way Loop
Having great communication mechanisms in place is vital, but ensuring that they consistently generate engagement between management and employees is a key step. It is imperative that business owners and managers actively respond to feedback received and ensure a loop is created, as opposed to a top-down form of communication. By acting on the honest feedback reported by employees encourages more of the same – staff telling it “like it is”.
- Measuring the Mechanisms
To ensure that the communication mechanisms you choose are working effectively, incorporating measurement indicators, such as scheduled weekly face-to-face meetings with actionable items reported for follow-up, anonymous employee surveys offered at quarterly or annual company all-staff meetings, or through specific activity surveys through the intranet, could help identify gaps, what is or isn’t working, and what methods of communication work best for your employees.
Regardless of which avenues you choose, the main goal is to ensure employees have several effective paths available to them where they can communicate with senior management and feel heard.
Communicating with your employees is essential for the productivity of your business. Does your company have an internal communications process in place?